so, all I've seen so far are the folks coming in to the office are the ones being let go. In my group, we have a number of people remote and they have not been touched. We have some folks that are not remote but choose not to come into the office and they are still here. They just don't show up. The ones being let go are the ones that were following the mandates from leadership. Not a very good show of appreciation and also paving the way for non conforming employees. Also, some let go were older so there could be a case of ageism there also.
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@mb Correct. I am the g2 poster. I know for a fact it's 104k since June, not January for all the AI googlers. It will be much less after the end of next week.
Per our 10-K, as of Jan 31st, headcount was 108k. Guess what happened a week later? A pretty significant layoff. And there have been quite a few since then. I don't know what the exact number today is, but I'm willing to guess it's closer to 104k than 108k.
https://investors.delltechnologies.com/node/17511/html
@m9 I did a quick Google search and found Dell had 108k employees as of January first 2025. January 1st 2025 was BEFORE a significant number of layoffs in March
Many people have also left voluntarily since then too, so anyone with common sense knows the current headcount is well below 108k.
@g2 it is quite literally not 104k. It is 108k. A very very quick google search will show you that.
@hv Not sure where people ate heritage that number, but it seems reasonable given the large number of layoffs and people voluntarily leaving. My team has gone from 18 in January to just 6.
Where are people getting a current value of 104000 Dell employees? Dell 10-K was released in January of this year which was 108000.
@fd Currently, Dell is at 104,000. Confirmed. 97K is not out of the question by end of Q3.
@e9
LOL
Hearing elt goal is to get to 97k team members by end of Q3. Not sure where Dell is at now? But then with monarch rolling out q1 they expect a big # in range of 20-27k team members.
Wipe: Head to the restroom and suffer the indignity of Dell’s luxurious single-ply toilet paper. Truly, nothing says “we value you” like scraping your dignity one square at a time.
It's quality two ply in HOP and it caresses the buttocks very well.
At Dell, we’ve replaced the iconic “bend and snap” with the far more depressing routine known as the “swipe, wipe, and dip.”
Swipe: Badge in to prove you’re “on-site” even if you go straight to a call in your car or vanish out of thin air.
Wipe: Head to the restroom and suffer the indignity of Dell’s luxurious single-ply toilet paper. Truly, nothing says “we value you” like scraping your dignity one square at a time.
Dip: Peace out after your contractual appearance, iced coffee in hand, knowing full well no one gives a damn as long as the badge stats look good.
It’s all about quantity not quality, get your badge swipes in so Dell can get their tax incentives. No one cares if you’re a coffee badger. Just swipe, wipe, and dip. TP is expensive these days. If you can tolerate the 1-ply don’t be shy.
People who are taking summer vacations are probably being penalized too.
@bk the sales area in the Utah office is almost always empty, so they're not as strict as some people think.
My buddy’s a FedEx driver and Dell’s on his route, so I handed him my badge and told him to swipe me in every day. In return, I keep him stocked with top-shelf whisk-y. Win-win.
@bj (I posted @a3) Totally agree. I was speaking more of the people that are still officially designated as remote, which at this point would be due to them not living within an hour of one of the few remaining offices. I 100% believe some orgs will use badge data against someone who is supposed to be in the office and isn't meeting their numbers. Easy excuse to cut headcount.
@bd Yeah, i feel sorry for the sales people. They literally started this entire RTO bs last August and I know they are strict af about it.
@a3 You are right and wrong. There is no solid coorilation between onsite folk and remote fold in regards to WFR BUT, if you were previously remote and HR deemed you close enough to an office and switched your thing to "onsite," you 100% absolutely are being monitored. By badge swipes.
So if you are a high performing employee that is now forced to go into office 5/days/week, and are only going in twice/week, you WILL be on the radar for execs. At this point, you aren't following policy and your performance doesn't matter. You will 100% be eligible for WFR simply due to that alone.
My director told me that they (my org anyways) are only looking for a percentage of badge swipes. He doesn't know what it is but, in a quarter there are 65 business days. Going in 50% of the time equals 32 days/quarter. 3 days/week is 21 days per quarter.
My org is not in favor of this RTO so they aren't very strict but, 2-3 days/week is enough to keep any of US off the "radar." I can't speak for your org but, that's how mine is.
@bf I hope you at least park out front and badge in first before going home lol... Most of the time I just park in a handicap spot, visitor spot or "delivery" spot, walk 20 yards, swipe the plastic and head home right after.
@a1 I'd imagine every office but the better question is which org and department?
Every day I drive to the RR office and end up circling the parking lot for 30 to 45 minutes without finding a single spot. After wasting all that time, I just head back home. This has been my routine for the past four months.
From what I heard from my director, is that each org is looked at and evaluated differently in regards to RTO. So as an example, the Sales Org was the FIRST to mandate 5 days in office back in like, last August or something.
In our quarterly broadcasts late last year, the VP's and execs told us that they see, and don't expect any of us to be affected by that. Low and behold, EVERYBODY was 4 months later...
Before the whole management reorg bs, my manager told me he personally dgaf if we go in or not but, then the mgmt reorg happened. My director told me that all they care about are badge swipes "wink wink." I'm a solid hour drive to the office and not a SINGLE person on my team works in my office. So it's literally pointless to be in office.
I drove the hour commute, badged in, and go straight back home without ever going inside. The few weeks where I actually was badging in and staying in office, the place literally was a ghost town by 11:30am. I'd finish my morning meetings and maybe grab lunch, then go home. Nobody is staying past lunch unless they HAVE to.
I've met my manager ONE time in the 8 years I've worked here. I've met ONE person on my team a few times. Everybody else lives in various states and is remote. Realistically? If more of my team was in office - the one I go to - then I wouldn't mind staying but, that's not the case for me so I have zero incentive to sit at a desk and still do TEAMS meetings; when I can do those at home, in my comfy chair, in comfortable clothes, and with my dog...
But trust me, a LOT of people - especially those who live super close to an office - are just badge swiping and going straight back home.
@bb tell that to the parts of sales required to be in office 8-5 with a director in the parking lot writing down names like we are 16 trying to cut class.
Incorrect, Average Employee! Nobody’s following the mandates. The office is a ghost town - two reps, one guy eating yogurt, and a printer jam from last Thursday. Remote, hybrid, in-office doesn’t matter when productivity’s on autopilot and badge swipes are just a suggestion. Let’s face it, global team or not, the only thing returning is your Outlook calendar notification. Now drop and give me accountability! Turns out showing up for two hours, eating a protein bar, and bouncing doesn’t scream ‘high performance.’ Maybe they realized remotes are the only ones getting things done.
@b6 Exactly this. Chasing “young and cheap” talent may look good on a spreadsheet today, but it’s a short-term illusion. High churn means constant retraining, lost institutional knowledge, and a revolving door of mediocrity. Meanwhile, long-timers who built the foundation are underpaid and overlooked….. until they walk.
@ax The problem with just hiring “young” is they’ll have a higher churn rate. Three to five years tops is all they’ll get out of them, once they figure out that pay increases and promotions are not there. In many cases too, they hire new folks at a higher rate than the longer term folks. It’s not really going to save $$ for long. It’s a hindsighted approach. Most of the leadership is over 50 too. So if older workers are too expensive, so is the leadership.
Dell’s getting less output from the folks in the office, not more. And let’s not forget, this was their brilliant idea.
How many Dell executives does it take to get more output from RTO?
None. They just move the chairs around and call it productivity.
Management don't like older workers as they're not as obedient as the younger generation who will do as they're told. Older workers are more likely to laugh at BS like being "all-in" or working the weekend to make some random internal date somebody pulled from their ssa. Just today I was on a Zoom call where I called out a manager and told them they were lluf fo tihs.
@ag They don't care. Management wants to cut expenses and guess which employees are the most expensive? That's why this company's eNPS has gone downhill so rapidly. Just cut w/o regard to who knows the most or who has the most experience, which is usually the older employees.
At this rate, just WFR me so I can go get a job, any job, someplace else. Maybe they will value the input of someone who's been in the industry for decades and has had glowing performance reviews at three major IT companies prior to being dragged down by Dell...
Some employees over 50 handle twice the workload of others who can’t manage as much. It makes no sense to lay them off just to save a few dollars or cents in salary. This is exactly what Dell fails to recognize when making these decisions.
Even the folks who followed the mandate are hardly in the office, most show up for a couple hours, then head home. Let’s be honest, you and I both know no one is putting in 40 hours a week onsite. Remote vs onsite is not a justification for wfr. When it’s your time, it’s your time. Worry about what you can control.
I guess it was all lip service
So I guess your chances are worse if you are 50+ and remote.
Lots of managers all over the company
It's the underperformed and those 50+ years old getting the axe. Remote or not has no bearing on the decision making.
@a3
I would also add that the lower performers were the first to sign up for RTO.
Whether a person is remote or in office is not a driving factor for these layoffs. It's cutting operating expenses, period. Plenty of both have been WFR'd over the past two years. Stop thinking it's anything more than cost cutting. And don't forget, not everyone has an office to return to. They were either hired as remote (which pre-dates covid by many years) or their office permanently closed. Many teams are spread around the globe, and those managers don't care if their employee is remote or not.
makes sense. people who opted for in office were most likely the undesirables.
the ones holding onto the job for dear life.
those who chose remote are willing to take a WFR cause they can most likely do better.
Which office is letting people go today?